Part of the provisions of the Act of Gender Equality in Employment were amended and promulgated by the President on December 11, 2014. To accommodate such amendment, the Ministry of Labor promulgated the amended Article 7 and deleted Article 4 of the Enforcement Rules for Act of Gender Equality in Employment (hereinafter, the "Enforcement Rules") via the Lao-Dong-Tiao-Si-1040130464 Directive of March 27, 2015.
Article 4 of the Enforcement Rules originally provides: "In the determination of sexual harassment referred to in the Act, the concrete facts pertaining to the background, work environments, interpersonal relationships, the offenders' speeches and conduct and the understandings of concerned person for the occurrence shall be examined on the basis of the particular case." However, since the principle for determining sexual harassment in work places has been specifically stipulated in Paragraph 2, Article 12 of the Act of Gender Equality in Employment, this article is thus deleted.
In addition, to accommodate the adjustment of the provision number and duration of paternity leave (extended from three days to five days) in Article 15 of the Act of Gender Equality in Employment, Article 7 of the Enforcement Rules is amended as: "When employees decide to take the five-day paternity leave referred to in Paragraph 5 to Article 15 of the Act, they shall select five days from the period of 15 days around the day their spouses are in labor".